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b. 1. Work-Based Training Models

If the State is utilizing work-based training models (e.g. on-the-job training, incumbent worker training, transitional jobs, and customized training) as part of its training strategy and these strategies are not already discussed in other sections of the plan, describe the State’s strategies for how these models ensure high quality training for both the participant and the employer.

Current Narrative:

On–the–job training (OJT) is training activity conducted by a private or public sector employer. This training occurs while the participant is engaged in productive work, learning the skills and information necessary for full and adequate performance on the job. OJTs are an attractive employer option for obtaining employees trained to their specifications, also helping the employees’ acquisition of transferable skills to help them obtain employment later, should their current situation change. This effort also helps employers become more aware of the multitude of valuable resources offered by the state’s One–Stop Centers. This activity allows businesses to rapidly adapt to changes in technology and the marketplace, making them capable of expanding and remaining competitive with affordable OJT options uniquely designed to achieve their specific developmental goals, especially for small businesses looking to expand. The activity targets all individuals (Dislocated Workers, Adults, and Youth) who are eligible for services under WIOA (including discretionary grants) and may benefit from the availability of OJT options.

OJT Training contracts are directed at employers who are able to provide occupational skill training and full–time employment that leads to self–sufficiency for the participant. Employers must agree first to hire and then to train eligible WIOA/TAA participants. A training payment is provided to the employer to compensate for the extraordinary costs of training; extraordinary costs are those associated with workplace training and additional supervision. This includes those costs the employer has in training participants who may not yet have the knowledge or skills to obtain the job through an employer’s normal recruitment process.

The state emphasizes and coordinates learning–rich, work–based opportunities such as on–the–job training as a method to:

  • Connect employers to the future workforce
  • Expose participants, including youth, to quality employment opportunities, real–world experiences and to the skills (both technical and non–) required for success on the job.

In addition, OJTs

  • Improve the state’s capacity to promote demand–driven services and build relationships with businesses;
  • Increase employment opportunities for harder to serve individuals, such as the long term unemployed, older workers, and those with limited or sporadic job histories;
  • Increase opportunities for the One–Stop system to enhance relationships with businesses;
  • Increase percentages of employers hiring and retaining a skilled workforce;
  • Increase number and percentages of workers trained and hired;
  • Elevate skill proficiencies for workers that will result in increased worker viability;
  • Increase responsiveness to labor market issues in the private sector; and
  • Increase flexibility at the local level to offer businesses training solutions tailored to respond to the specific needs of the business.

Because of the State’s reduced WIOA funding levels, its current policy does not include utilizing customized training, incumbent worker training, nor transitional jobs under WIOA.